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WORKPLACE ENVIRONMENT ASSESSMENT

Eunice

WORKPLACE ENVIRONMENT ASSESSMENT

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

To Prepare:

*Template completed in the Week 7 discussion should not be submitted with this assignment.

The submission has three sections and is outlined in module 4. Make sure that you include an introduction and a conclusion in the paper. For each bullet point you should have APA headings. I would also list as stated in the previous announcement Section I, II, and III as you outline the paper. If anyone is struggling with APA this is a great time to utilize the writing center for some assistance on setting your paper up. 

The Assignment (3-6 pages total):

Part 1: Work Environment Assessment (1-2 pages)

Part 2: Reviewing the Literature (1-2 pages)

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

Workplace Environment Assessment

In healthcare, knowing that workplace conditions greatly influence the quality of services delivered to patients and the employees’ morale is crucial. Discussing workplace incivility, it is worth noting that civility includes respect and courtesy, clear communication, and teamwork, which help healthcare professionals work together harmoniously. It is, therefore, essential to use the Clark Healthy Workplace Inventory to evaluate these elements and reveal the potential for change (Clark, 2019). In this paper, I will examine the WEQ data from my workplace, discuss the literature on civility and leadership, and provide imperative solutions and actions for improving workplace civility and team effectiveness.

Part 1: Work Environment Assessment

Completing the Clark Healthy Workplace Inventory and administering the Work Environment Assessment gave me valuable data about civility and health in my organization. It considers factors of respect, cooperation, information exchange, and delegations to determine the general state of affairs in a workplace.

Results Summary

The assessment gave a score of 70 percent out of a possible 100 percent, meaning the workplace is moderately healthy. The scores also showed relative ‘best practice’ in leadership support and teamwork and relative ‘poor practice’ in communication and conflict management. From these results, it can be inferred that while some components of the working environment are blossoming, the need to cultivate workplace etiquette and enhance constructive communication could be further explored.

Surprising Findings

High Levels of Collaboration

One surprising result was the high score for collaboration. Although there may be a few communication problems, the organization’s employees show great collaboration and integration of teams. This implies that though there may be some form of communication breakdown, the staff members are willing to communicate effectively. Based on the findings above, it may be concluded that the high level of collaboration can be explained by the fact that the common goals and objectives are to provide patient care, which makes employees support each other despite communicational difficulties.

Supportive Leadership

The other unforeseen outcome was the degree of support provided by leaders. Management is seen as accessible to employees and customer needs and thus has a positive impact on the working environment. This implies that it is the duty of leaders to encourage the creation of cultures of cooperation. This suggests the presence of supportive leadership, which means that leaders are involved in their leadership practices and ensure that everyone in the organization is valued and encouraged to do their best (Akparep et al., 2019).

Preconceived Notion Confirmed

Need for Better Communication

Before the assessment, it was thought that communication was a major issue within the organization. This notion came out clearly from the lower scores in the communication category, meaning that there is a communication breakdown and efforts have to be put in to reduce incidents of incivility in the workplace. This recognition of communication as a confirmed issue highlights the need to address the gaps and improve communication to create a more cohesive work culture.

Health and Civility Implication

The degree to which the organization shows the key dimensions of workplace health is favorable, with leadership and teamwork being shown to be especially positive. However, the communication issues revealed by this research could be detrimental to the organizational effectiveness and satisfaction amongst employees in the event that the problem remains unsolved. The study shows that enhanced organizational communication can go a long way in creating a civil working environment. Breaking barriers in communication will not just improve the manners of the working environment but also improve teamwork, hence facilitating efficient and effective patient care as well as better organizational performance (Azila-Gbettor et al., 2024).

Part 2: Reviewing the Literature

With the aim of getting more information on improving Workplace Civility, I explored literature on civility and leadership in nursing. For instance, Clark also believes that part of creating a culture of health in nursing environments involves valuing and promoting civility in the workplace.

Selected Theory/Concept

Civility in Nursing

Clark emphasizes the importance of ‘civility’ as a value of the profession, where it is stated that ‘civility is simply treating fellow human beings courteously and with respect. Civility is characterized by good manners, communication, and engagement in conflict. In the article, leadership is emphasized as a key factor in the formation of civil behaviour within healthcare facilities (Hossny & Sabra, 2020). Interdisciplinary approaches consider courtesy essential for developing a healthy organizational climate, the focus being on employee respect and value as well as productivity.

Relation to Assessment Results

The ideas related to civility in nursing and the assessment results with a focus on the indicated communication difficulties and the necessity for increasing the levels of such civility are interconnected. That is why the identified assessment that revealed that communication barriers have to be tackled to improve the levels of overall workplace civility matches with Clark’s focus on civility as one of the basic factors influencing the state of affairs in the workplace. Since civility is an element of communication, it can be inferred that if communication barriers are dealt with, the organization would have a more civil working environment; hence, employees would be happy and reduce their inefficiency.

Application for Improvement

Using the concept of civility in nursing, the organization may incorporate continually organized workshops and training sessions on civility. These workshops can equip the staff with ideas and techniques on how to act professionally and positively when dealing with each other (Hossny & Sabra, 2020). Basically, the culture of civility promotion provides the organization with the possibility to develop a more friendly and productive work climate. Moreover, leaders should act civilly and encourage employees to talk by listening to them and addressing their issues in an appropriate manner.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams

From the assessment and the literature review, the following recommendations of best practices to fill the gaps and build on the existing success can be made.

Strategies to Address Shortcomings

Communication Training Programs

The communication barriers are likely to be addressed through hourly comprehensive communication training programs. These programs can enhance staff’s potential for information sharing and conflict management skills. One can train top, middle, and lower employees in listening, assertiveness, and positive ways of providing and receiving feedback. By enhancing interpersonal communication, the staff members will appreciate each other’s positions, hence enhancing unity of purpose (Devine & Ash, 2021). Another way that communication training can aid in changing the organizational culture is by supporting an environment in which people can freely share their opinions and issues.

Regular Feedback Mechanisms

Setting up feedback mechanisms that include periodic questionnaires or interviews, preferably anonymous, can, at one point, give management insights into the efficiency or lack thereof in the established communication systems in the organization. Formal and informal communication systems have to be put in place because feedback from subordinates can reveal potential problem areas within a short time. This way, the organization will cultivate a culture of positive feedback, and communication will be in line with the staff’s requirements and preferences. The feedback that is frequently offered can also be used to identify new issues that may arise and fix causes of conflict or misunderstandings that may be prepared to happen.

WORKPLACE ENVIRONMENT ASSESSMENT

WORKPLACE ENVIRONMENT ASSESSMENT

Strategies to Bolster Successful Practices

Leadership Development Initiatives

Additional improvement can be made to the supportive leadership environment by continuing leadership development Programmes to improve leadership skills. Organizations may undertake leadership processes that enhance emotions, solve conflicts, and foster effective communication among the leaders. The tools and knowledge given to the leaders enable the organization to promote a positive work environment and have effective team support. Managers and supervisors who demonstrate polite behavior and encourage organizational members to share their opinions can influence the organization positively by maintaining a civil tone and acceptable behavior. Leadership development can also help leaders in organizations embrace the transformational leadership style that focuses on motivating human resources to the optimal level.

Team Building Activities

Applying more often team-building exercises may help sustain and even improve the already high levels of team cooperation and integration within the organization. Staff members could also use team-building activities to foster thematic interpersonal interactions, communication, and trust among themselves. This includes organizing work-related events like workshops, retreats, and many others, as well as simple challenges that encourage teamwork teamwork. If the organization focuses on team building, then the organization will be in a position to have a strong interprofessional team that works hard to ensure that patients get the best care in the hospital (Samardzic et al., 2020). Team building activities also serve the purpose of creating interpersonal relationships between team members by making them feel valued, which leads to job satisfaction and, thereby, reduced turnover rates.

Additional Considerations

In addition to the strategies mentioned above, there are several other considerations that can contribute to a more civil and effective workplace environment:

Diversity and Inclusion Initiatives

Cultivating diversity and inclusion within an organization can improve organizational civility through increasing appreciation of other people within the workplace. In this case, diversity and inclusion strategies may concern the formation of an inclusive environment that is rich in diversity and encourages diverse thinking. Thus, the organization’s diversity and inclusion can contribute to the acquisition of various ideas and experiences, which is crucial for the development of appropriate treatments and approaches to patients.

Recognition and Rewards Programs

Awareness and reward programs should also be used to strengthen civility and allow for more acts of courtesy in employees. Performance improvement strategies can reward and encourage employees to practice civil manners, cooperation, and proper communication. Through such reinforcements of correct responses to civil behaviour, the organization is able to foster a positive attitude in the employees, hence making them more productive in the organization.

Conflict Resolution Strategies

This means that conflict management strategies can be useful in ensuring that conflicts are solved before they escalate into uncontrollable problems. Some useful approaches to conflict management are mediation, negotiation, and other forms of cooperation. In this way, the organization will be able to help the workers solve all the conflicts themselves and avoid any negative changes in people’s behaviour at work (Gunasingha et al., 2023).

Conclusion

Therefore, it was evident that while my organization has leadership and collaboration, which are displayed in the inventory and at Clark, there is a weakness in communication. Civility is important, and politics needs to be put aside; endeavors like communication training, feedback systems, leadership, and team building can also help the working climate. Thus, such measures as hiring diverse employees and increasing their representation, creating appreciation incentives, and sorting out conflict solutions for elusive friendly behaviour at the workplace can also enhance manners. Strategies targeted at improving communication and establishing a caring culture will improve employee satisfaction and care quality.

References

Akparep, J. Y., Jengre, E., & Mogre, A. A. (2019). The Influence of Leadership Style on Organizational Performance at Tumakavi Development association, tamale, Northern Region of Ghana. Open Journal of Leadership, 08(01), 1–22. Scirp. https://doi.org/10.4236/ojl.2019.81001

Azila-Gbettor, E. M., Honyenuga, B. Q., Atatsi, E. A., Ayertso Laryea, C. N., & Konadu Quarshie, A. N. (2024). Reviewing the influence of positive leadership on worker well-being: A comprehensive analysis. Heliyon, 10(2), e24134. https://doi.org/10.1016/j.heliyon.2024.e24134

Clark, C. M. (2019). Fostering a Culture of Civility and Respect in Nursing. Journal of Nursing Regulation, 10(1), 44–52. https://doi.org/10.1016/s2155-8256(19)30082-1

Devine, P. G., & Ash, T. L. (2021). Diversity Training Goals, Limitations, and Promise: A Review of the Multidisciplinary Literature. Annual Review of Psychology, 73(1). Ncbi. https://doi.org/10.1146/annurev-psych-060221-122215

Gunasingha, R. M. K. D., Lee, H.-J., Zhao, C., & Clay, A. (2023). Conflict resolution styles and skills and variation among medical students. BMC Medical Education, 23(1). https://doi.org/10.1186/s12909-023-04228-x

Hossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception to workplace civility climate on nurse–physician collaboration. Nursing Open, 8(2). https://doi.org/10.1002/nop2.666

Samardzic, M., Doekhie, K. D., & Wijngaarden, J. D. H. (2020). Interventions to Improve Team Effectiveness within Health care: a Systematic Review of the past Decade. Human Resources for Health, 18(2). https://doi.org/10.1186/s12960-019-0411-3

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